Whether you’re newly qualified or changing workplaces, chances are you’ll be on probation at points in your career. It’s a time of learning, adapting, and proving yourself – but it doesn’t have to be overwhelming.
We spoke to John Halson, RCN Head of Legal (Employment), to break down what probation really means – and how to navigate it with confidence.
What is a probationary period?
Your probationary period is mainly there for your employer to assess your performance and suitability, but also provides chances for you to check how you feel and get used to your work setting. Is it the right fit for you both?
During this time, you might experience some worries or insecurities, but your managers should support you throughout.
When will my probationary period be?
Usually, you’re required to complete a probationary period every time you start at a new place of work. This comes into effect on your first day of the new job and typically lasts between three and six months.
You probably won’t need a new probationary period if you move to a slightly different role within the same department.
What happens during my probationary period?
Your managers will gauge how well you’re getting on, adapting to your new role and your competency.
To do this, they should deliver an effective induction to the role, so you’re clear on what it entails, what’s expected of you, and the specific, measurable, achievable, relevant and time-bound (SMART) goals you should be working towards.
You can always find specifics about your role and expectations in your contract.
What can I expect from a probation meeting?
Your line manager should meet with you at regular agreed intervals, to discuss your progress, plus any concerns or support needed. They shouldn’t wait until the end of your probationary period to mention or try to resolve any issues with performance, ability or achievements.
If you’re halfway through the period and haven’t had any review meetings yet, you should request one.
RCN representatives don’t normally attend informal probation meetings. However, if the meeting is informal but your employer has said you can be accompanied, you could ask a colleague along to take notes for you while you focus on the meeting itself.
If you’re invited to a meeting but don’t know how formal it is, ask your manager to clarify and confirm who will be in attendance and whether someone can join you.
Are probation rules the same for everyone?
Generally, probationary periods follow a similar pattern. Details will vary between employers and all probations should be tailored to the job role.
Changes might be made over time, so have a full read of your contract and any updates. Don’t just rely on what your colleagues may be saying.
What happens when you’ve passed probation?
Your manager will tell you if you’ve successfully completed your probationary period, and that you’re confirmed in post as a permanent employee.
It’s important to remember, you have statutory rights that don’t depend on whether you’ve passed your probation. You’ll have some of these from the first day of your probation, and some following a set period of continuous employment.
Sometimes, you might find your salary and terms and conditions also improve once you pass. Employers can do this, as long as they’ve set it out in your contract.
- Read next: What to check before you sign your contract
How about if my probation isn’t going well?
If your manager is bringing up serious areas of concern in your check-in meetings, such as showing signs of not working towards your goals, they may consider dismissing you.
If there are serious areas of concern raised at your check-ins, first, a plan should be put in place to attempt to rectify these. If progress still isn't being made during or at the end of your probation, your manager may consider extending your probation period, or dismissing you.
However, legally, they don't have to extend, and can dismiss you at any point in the probation. Your employer should still focus on your ability to do the job, and follow a fair, reasonable process throughout. This may include giving you enough notice before your termination date, and highlighting the reasons for the failure to pass probation in a letter. Read our capability guide for more information on this.
You can look into appealing if you disagree with your employer’s decision. The RCN’s advice team can support you.
What if you feel you’ve been discriminated against?
Discrimination can take many forms, and by law, your employer can’t discriminate against you, or dismiss you because of a protected characteristic.
If you do feel you’re experiencing discrimination, you should recap your employer’s equity, diversity and inclusion policy, then raise your concerns with your manager. You can use our Problems at work checklist to guide you through each step.
If you’re unsatisfied with their response, contact the RCN as soon as possible. We can assist with aspects like employment tribunals, but you must bring discrimination claims within three months of the incident.
I have a disability. Should my employer make reasonable adjustments?
Yes. It's important to be clear from the outset about the nature of your disability, and anything about your employer’s requirements that might disadvantage you.
That way, adjustments can be considered straightaway, so you can hopefully still carry out your role to the standard expected. In some cases, extending your probationary period may be a reasonable adjustment.
Here for you
If you’re struggling, remember you’re not alone, and the RCN can support you.
You can find out more in our newly updated advice guide on probations.
Find out more
- Tips for coping with newly qualified nerves
- What happens in NMC hearings
- How the RCN helped a member facing allegations of gross misconduct.
